The aim of this study is to examine associations between racial matching, racial identity interactions and working alliance in supervisory dyads. Supervisors’ perspectives are examined to determine relationships between racial identity interactions and racial matching of supervisors and supervisees, and the goal, task and emotional bond components of the supervisory working alliance.
Participants were licensed professional counselors holding supervisors’ registration with the state of Ohio’s Counselor and Social Worker Board. Data were collected using questionnaires to assess: (1) supervisors’ racial identity development (Whites or People of Color instrument), (2) the racial identity development of one of their supervisees (Whites or People of Color instrument), (3) supervisors’ perspectives on the supervisory working alliance (goal, task and emotional bond components), and (4) demographic profiles (including race of supervisor and supervisee).
On the basis of racial identity interaction, four groups of supervisory dyads were formed: progressive, parallel high, parallel low, and regressive. Four groups were also formed on the basis of race of supervisor and supervisee in each dyad: W-W (both supervisor and supervisee White), POC-POC (both People of Color), W-POC (supervisor White and supervisee POC) and POC-W (supervisor POC and supervisee White). Data were analyzed utilizing multivariate analysis of variance (MANOVA) and one-way analysis of variance (ANOVA).
These analyses reveal:
1. no significant differences between the fourracial identity dyad groups or the four racially matched or unmatched dyad groups on the three criterion variables (goal, task and bond of the supervisory working alliance).
2.statistically significant differences between thefour racial identity supervisory dyad groups(progressive,parallel-high, parallel-low, and regressive) on a combinedand single measure of supervisory working alliance.
3.statistically significant differences in the strength of supervisory working alliance (on a combined measure of supervisory working alliance, including goal, bond, and task components of the supervisory working alliance)between two groups of supervisees – those perceived by their supervisors as having low racial identity development and those perceived by their supervisors as having high racial identity development.
Findings lend credence to the view that racial identity may play a more salient role than race or racial matching within supervisory dyads. Perceptions and reactions toward race of both supervisor and supervisee might be associated with the strength of the supervisory working alliance, and ultimately the efficacy of the supervisory relationship to foster a climate conducive to the growth and development of supervisees as professionals.
Theoretical and practical implications, limitations, and directions for future research are discussed.